Gender Equality Scheme

Consultation

The Gallery recognises that effective consultation with stakeholders contributes to the successful implementation of the Gender Equality Scheme. Stakeholders include: colleagues, trade unions, relevant Gallery committees, external bodies with which the Gallery has a relationship, and the general public as appropriate.

As part of the further development, and during the eventual review of this scheme, the Gallery will consult with relevant stakeholders.

Consultation will include seeking views from:

  • The Access Group, which is made up of representatives from Gallery departments (as part of our action plan we intend to review this group)

  • Staff completing their probationary period and those leaving the Gallery about our performance review process, training opportunities, flexible working, and bullying/harassment

  • The three trade unions which are recognised by the Gallery

In the longer term the introduction of a Diversity Scheme is proposed, which replaces schemes for individual groups. As part of that work the organisation of focus groups is proposed to sound out staff for their views about the issues and priorities.

Impact assessment

Gallery policies are considered by Management Committee and subject to rigorous review process before agreement and publication. Policies are available electronically, either via the internal network or on our website.

When considering policies, the Gallery will seek to ensure that it takes into account an assessment of any likely differential impact between women and men or any other key group. In undertaking impact assessments the Gallery will be guided by the principle of proportionality, which means that a decision that is likely to have a wider ranging impact and/or have substantial cost implications will be subject to a more comprehensive impact assessment.

The National Gallery as an employer

As an employer, we are committed to valuing our staff, offering development opportunities, staff benefits and a supportive working environment.

Our staff come from a variety of backgrounds. They bring a wide range of experience, which is of immense benefit to the organisation. We have a worldwide reputation and consequently generate a substantial amount of interest from overseas for a number of our job opportunities.

Workforce profile

The National Gallery employs approximately 530 staff and is committed to having a workforce that reflects the working population. 46% of the working population is female. As at 30 April 2007 the gender split within the Gallery is 55% male and 45% female. The gender split on a grade by grade basis is as follows:

Band      

Number of staff          

% of total number of staff

Male Female Male Female
1 5 2 0.94 0.38
2 4 5 0.75 0.94
3 9 10 1.70 1.89
4 14 15 2.64 2.64
5 14 26 2.64 5.09
6 15 27 2.83 4.91
7 16 17 3.02 3.21
8 30 31 5.66 5.85
9 21 7 3.96 1.32
10 163 103 30.75 19.43
Total 291 239 54.91 45.09

Approximately 10% of our full-time equivalent workforce work part-time (that is less than a full working week), of which 5.7% are female and 4.4% are male. Gallery’s Senior Management Committee comprises 30% women and 70% men.

The Gallery has developed inclusive employment policies which aim to encourage and value diversity, and over the next 12 months or so we will be improving our monitoring arrangements to enable us to better assess the impact of our policies.

We will be upgrading our human resources computerised information system to enable us to provide data on a regular basis on the equality of opportunity and treatment of female and male colleagues, and to enable us to monitor equality across staff groups more effectively.

In the longer term, we plan to roll out an electronic staff record for employees which, in enabling us to handle staff data more effectively, will allow us to produce higher quality data and analysis.

Where the information is available we will regularly monitor and publish annually:

  • Our workforce profile

  • Job applicants

  • Staff applying within the Gallery for promotion or alternative employment

  • Staff who request and receive training

  • Flexible working requests agreed and declined

  • Maternity Return Rate

  • Staff who are involved in grievance procedures

  • Staff who are subject to disciplinary action

  • Staff who leave the Gallery

Next: Equal pay

 
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